I love India

“Our business needs a massive transfusion of talent. And talent, I believe, is most likely to be found among non-conformists, dissenters and rebels.”—David Ogilvy

You are a manager, interviewing a prospective employee. One of the applicants has long hair, plays the guitar in a rock band called The Ugly Rumours, is frequently in trouble and was flogged by his House Master at school because, in the words of the House Master, “He was the most difficult boy I’ve ever had to deal with!” What would you do? Most probably, promptly reject him! But, the British didn’t! And, hold your breath, they made him their Prime Minister. The aforementioned attributes describe Tony Blair at the age of 17!

Many an advantage is won or lost through the talent and capabilities of your team. Employing people who are honest, dependable and have the required experience will get the job done, but won’t necessarily create the buzz and atmosphere that often separates a mediocre team from a great team. To have a great company, you must first have a great team. Many people consider attracting great talent is just providential and does not involve any management skill. It’s not. It’s a difficult task to pick winners and is an even harder challenge to nurture and retain that talent. It is all about “putting the right people in the right jobs”, and its importance can never be overstated.

How do you spot a winner then? We discussed the anecdote at the beginning of this article not to say that talent only exists in eccentric non-conformists. The point is, talent can come in many forms; and, as an organisation, you need to be prepared to embrace diversity in employees. In short, personal prejudices should not distract you from hiring someone who has the potential to add tremendous value, diversity and growth to your business.

Optimism is one quality you should look for in a candidate. Ask yourself; does this person have a bright and sunny outlook? You sure don’t want long faces around you!

Try to distinguish between energy suppliers and energy drainers. Energy drainers are a worried lot with more shadows than sunshine. Try talking to these people and you feel drained at the end of the conversation. By contrast, energy suppliers don’t have all the answers but they say: ‘Leave it to me, I’ll find a way.’ You feel good if they are around and wish to have more of them.

There’s no disputing the fact that technical skills and experience are important. The real mark of a winner is to be able to adapt to change. Experience is not always as important as passion and adaptability. If you see the fire in them, then do hire them! Skills can always be imparted later!

But, you also need to retain your treasured team members. So, what’s the carrot stick?

First and foremost, remuneration is very important. But, using only remuneration to attract talent can be a dangerous strategy because if you win talent with money, you could lose it for money! Each member of your team is unique and is therefore likely to have different needs and desires. The packages you are offering should be as unique as the employees. Further, you may not even be able to attract the talent you require only offering full-time employment. Instead, you may need to consider part time and casual employment.

The key is to recognise that different employees will respond to different benefits and being able to deliver on those will offer your company a tremendous competitive advantage in the ‘hunt for talent.’ In short, be flexible. Don’t forget the intangibles. Sometimes, talent is not only interested in what you’re offering, but also who you actually are. Work Culture is everything. The point is, it is illogical for employees to want to purposely be difficult or lazy; they clearly don’t enjoy it and would much rather enjoy themselves at work and find meaning in their careers. It is the responsibility of owners and managers to create appropriate environment and conditions that will allow employees (and their talent) to shine. Find a company that has great talent. You’ll likely be looking at a company that has very open and very honest communication. Everyone has a role in an organisation, but that doesn’t necessarily indicate that one role is more valuable than another. Senseless hierarchies create barriers to communication and will serve as a deterrent to attracting talent. So, hierarchy is out, flat is in: There is no definitive “how-to” list to be followed that will attract the necessary talent. Employees are as diverse as the jobs. However, understanding changes in the industry, appreciating the needs of different employees, and realising the effect that “culture” has over your entire team is a great start. Change will continue to take place. Accordingly, what made you successful in the past won’t necessarily ensure success in the future. Embrace diversity and be prepared to dare to be different. You will have winners on your side!